Hi I am a Training Executive in a Beverage company. As it is a local venture so Training function is new here. So need some Training interventions for value addition. Kindly give your valuable suggestions.
From India, Amritsar
2From India, Amritsar
Hi
I am not very clear about what inputs you are seeking. Assuming you are looking out for different types of training inputs that you could explore for your employees, I would invite you to click on the following link Personality Development Institute, English Training, Pune
Hope you get some relevant inputs.
Regards
From India, Mumbai
I am not very clear about what inputs you are seeking. Assuming you are looking out for different types of training inputs that you could explore for your employees, I would invite you to click on the following link Personality Development Institute, English Training, Pune
Hope you get some relevant inputs.
Regards
From India, Mumbai
Dear Dimple,
While introducing the training interventions in the organisation, be clear as to what results you would like to achieve from this intervention. Otherwise, your all efforts will go in vain. Earlier, I have given replies on this subject extensively. Check the following links:
https://www.citehr.com/523786-traini...ml#post2222367
and
https://www.citehr.com/540831-traing...ml#post2261563
Go through the above links patiently and make a training plan.
Thanks,
Dinesh Divekar
From India, Bangalore
While introducing the training interventions in the organisation, be clear as to what results you would like to achieve from this intervention. Otherwise, your all efforts will go in vain. Earlier, I have given replies on this subject extensively. Check the following links:
https://www.citehr.com/523786-traini...ml#post2222367
and
https://www.citehr.com/540831-traing...ml#post2261563
Go through the above links patiently and make a training plan.
Thanks,
Dinesh Divekar
From India, Bangalore
Thanks for your Valuable suggestions. Could you please suggest how I can go for Training Need Analysis. What would be process for the same.
From India, Amritsar
From India, Amritsar
Dimple,
There is a ton of stuff already posted here on CiteHR about Training Needs Analysis.
Please use the Search box at the top of the page, and you will find all you need to know.
This question is asked over and over, and members have posted a wealth of information over the years.
From Australia, Melbourne
There is a ton of stuff already posted here on CiteHR about Training Needs Analysis.
Please use the Search box at the top of the page, and you will find all you need to know.
This question is asked over and over, and members have posted a wealth of information over the years.
From Australia, Melbourne
Dear Dimple,
Greetings ......
It is obvious that Training is a costly proposition. It is not only the money spent on it but also the time and energy spent on the same. It is therefore essential to determine first if or not a need for training actually exists and whether the training will contribute to reaching organisational goals.
I sincerely feel that it would be essential to identify as below ...
1. Identify the "Jobs" first that demands special skill that the "Handler" has to be trained upon.
2. Is the "Handler" capable to acquire additional skill as aforesaid? Identify "what he is" today and "what he is required to be".
3. How many of such "Handler" the organisation wants to train? Decide on the "Batch Size"
4. Who would train the "Batch"? Decide on internal or external "Faculty".
5. How the training be conducted .... a "Classroom" or "on the job" or a "mix" thereof.
6. Identify "Batch" Response to Training & Evaluate the "Trainer" through individual Batch Members.
7. Assess "Training Effectiveness" during specific "hands down jobs" by Batch Members.
I have given here the Basic Steps in a Training Process. There are plenty of discussions on "Training & Development" available here that sure would benefit you. Just search through the site.
Regards & Wishes ....
From India, Pune
Greetings ......
It is obvious that Training is a costly proposition. It is not only the money spent on it but also the time and energy spent on the same. It is therefore essential to determine first if or not a need for training actually exists and whether the training will contribute to reaching organisational goals.
I sincerely feel that it would be essential to identify as below ...
1. Identify the "Jobs" first that demands special skill that the "Handler" has to be trained upon.
2. Is the "Handler" capable to acquire additional skill as aforesaid? Identify "what he is" today and "what he is required to be".
3. How many of such "Handler" the organisation wants to train? Decide on the "Batch Size"
4. Who would train the "Batch"? Decide on internal or external "Faculty".
5. How the training be conducted .... a "Classroom" or "on the job" or a "mix" thereof.
6. Identify "Batch" Response to Training & Evaluate the "Trainer" through individual Batch Members.
7. Assess "Training Effectiveness" during specific "hands down jobs" by Batch Members.
I have given here the Basic Steps in a Training Process. There are plenty of discussions on "Training & Development" available here that sure would benefit you. Just search through the site.
Regards & Wishes ....
From India, Pune
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